Transcript

1.
EFFICIENCY UNIT VISION & MISSION
Vision Statement To be the preferred consulting partner for all government
bureaux and departments and to advance the delivery of
world-class public services to the people of Hong Kong.
Mission Statement To provide strategic and implementable solutions to all our
clients as they seek to deliver people-based government
services. We do this by combining our extensive understanding
of policies, our specialised knowledge and our broad contacts
and linkages throughout the Government and the private
sector. In doing this, we join our clients in contributing to the
advancement of the community while also providing a fulﬁlling
career for all members of our team.
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2.
FOREWORD
Handling complaints well is a mark of good government. Doing
so depends not just on well trained frontline staff but on the
commitment, understanding and attention of the heads of bureaux
and departments and all levels in between.
Good complaints handling does not mean acceding to every
request, but it does demand listening, understanding, explaining and
helping wherever possible. We must address all complaints in a fair
and professional manner, and communicate the outcomes honestly
and expeditiously.
This guide is a ﬁrst attempt to provide comprehensive advice to all
departments about complaints and public enquiries handling. I trust
that it will evolve as experience is shared between staff and as we
learn from the public that we serve.
It is unrealistic to think we can avoid complaints. Rather, we should
welcome complaints, rectify what can be rectiﬁed, and learn how to
explain our policies, objectives and services better.
Henry Tang
Chief Secretary for Administration
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KEY POINTS
If you read nothing else, • A complaint is an opportunity to improve and a lesson
read this page: for reference.
• Complaints handling is fact ﬁnding to establish the
truth, being fair to all complainants and staff.
• Senior management commitment is essential to guide
and support frontline staff.
• Staff handling complaints should view matters from the
complainant’s perspective, without being defensive.
• When a complaint crosses departmental lines of
responsibility, we should solve the problem ﬁrst and
sort out the bureaucracy later. There are many different
departments but all are the one government.
• Value for money and effectiveness should always be
kept in mind.
• The maintenance of accurate and retrievable records is
fundamental to analysis and lesson learning.
• Departments remain accountable even for outsourced
services.
• Positive complaints management is an integral part of
quality service and good governance.
KEY QUOTE
“This guide includes not only
good practices for handling
complaints but also principles for
good government, steering staff
towards positive service culture.
It is quite a comprehensive
document.”
Helen Yu, Deputy Ombudsman
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5.
INTRODUCTION
An effective complaints handling system
is fundamental to delivering quality public
services. In his 2008-09 Policy Address, the
Chief Executive made a strong commitment
to improving the Government’s complaints
handling mechanism. Heads of Departments
were requested to review their existing systems
and to implement measures to improve their
complaints handling. This guide is intended to
assist staff at all levels of government as they
work to deliver these improvements.
“While we have kept on improving on Public Service Delivery2, citizens gave the
the quality of public services, there lowest average rating (4.7 out of 10) to the
have been occasions when we might statement that “Government responds quickly
when receiving public enquiries, complaints and
not have met peopleʼs expectations.
applications”. They awarded the private sector a
We must remain humble at all times higher score (5.8 out of 10).
and be open to suggestions for
improvement. To ensure that public
services move with the times and Effective complaints handling is crucial
to delivering quality public service to the
respond quickly to citizensʼ needs, I
community. The Efﬁciency Unit’s Public Sector
have asked Heads of Departments to Reform Report on Complaints Handling3
review the implementation of their describes good complaints handling as about
performance pledges and to improve “seeking continuous improvement, using
their complaint handling mechanisms feedback and lessons learnt to improve service
in the coming year.” design and delivery”. Effective complaints
handling not only translates into enhanced
The Chief Executiveʼs Policy Address service to the public and greater efﬁciency,
2008-09 (paragraph 120) but also leads to improved staff morale
and enhanced departmental reputation. In
addition, if the public have conﬁdence that the
Administration’s complaints handling system
is effective, they will be encouraged to contact
the Government to seek practical resolutions
The importance of effective complaints to their issues and concerns, rather than simply
handling contacting third parties to vent their frustration.
Citizens have become increasingly aware of their In brief, it promotes people’s conﬁdence and
rights and the responsibilities of departments. trust in Government services.
They now expect all departments to address
their concerns promptly and effectively. In the
2008 Accenture Citizen Experience Study1, 1 This study was conducted by the Accenture Institute for Public
those surveyed in Hong Kong believed that Service Value in June to August 2008 to measure citizens’ perceptions
of government in 13 jurisdictions (http://www.accenture.com/
“taking prompt and effective action to resolve citizenexperience/hongkong).
problems or difﬁculties that citizens experience
2 This survey was conducted in October 2008 by the Center for
with public services” was one of the most Communication Research of the Chinese University of Hong Kong.
important attributes of effective government.
3 This report was issued in January 2009 to highlight some of the
However, only 16% of the respondents were
guidelines and up-to-date best practices in complaints handling being
satisﬁed with the Government’s performance in followed around the world (http://www.eu.gov.hk/english/publication/
this area. Similarly, in the 2008 Opinion Survey pub_bp/ﬁles/complaintshandling_ﬁnal.pdf).
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6.
INTRODUCTION
Although extra effort may be required initially Deﬁnitions
to improve the quality of complaints handling, All departments should use the same deﬁnition
it may result in reduction of a department’s and approach to recording complaints. Otherwise,
workload in the long run. By reviewing the it will never be possible to answer a simple
complaints received, a department can identify question such as “how many complaints did
common and systemic improvement areas and the Government receive last year?” For further
reduce the frequency of similar complaints in the guidelines on recording complaints consistently,
future. Of course, it may be that improvement see Chapter 2c and Chapter 6a.
in the complaints handling regime increase
the public’s conﬁdence and trust in the system, For the purposes of this guide, a “complaint”
which may generate more complaints being is deﬁned as an expression of dissatisfaction
made in the short term. This should still be seen by the public with bureaux/departmental
as a good thing. policy or services, the way in which a policy is
implemented or service is delivered, including
Handling public enquiries well is equally staff attitude, irrespective of the complaint
important channel used. It excludes statutory appeals,
There are many obvious similarities and objections or petitions to the Chief Executive,
synergies between departments’ complaints staff complaints, complaints about crime and
handling and public enquiry regimes. Indeed, corruption and complaints subject to statutory
the same frontline staff often deal with both procedures.
topics. Departments are encouraged to consider
both topics when examining improvement
opportunities.
The purpose of this guide
This guide offers practical advice to staff at
every level of the Government on how to
handle complaints and enquiries effectively and
provide quality services to the public. For the
general procedures, departments should always
follow the relevant circulars, including General
Circular No. 6/2009 on Complaints Handling
Mechanism.
This guide should not be treated as a strait-
jacket. It does not set out to recommend a “one-
size-ﬁts-all” approach. Given the uniqueness
of each department’s operations, customers’
needs and its agreements with service providers,
different considerations, systems and procedures
will be applicable. Each department should
establish a complaints and enquiries handling
There may be times when it is difﬁcult
regime that best suits its needs and those of its
customers. to differentiate between a complaint,
a suggestion and a request for service
This guide contains paraphrasing of legislation
improvement. Where appropriate, staff
such as the Personal Data (Privacy) Ordinance may try to clarify with the “complainant”
(Cap 486). Departments are advised to make direct during the initial contact.
reference to the original legislation and/or
consult the Department of Justice as appropriate.
“Staff” refers to everyone involved in handling
Colleagues are encouraged to read this guide
complaints on behalf of the Government,
carefully and take note of the golden rules
including civil servants, Non-Civil Service
section at the start of each chapter, which clearly
Contract (NCSC) staff and other service
sets out the roles and responsibilities for senior
providers.
management, middle management and frontline
staff in the complaints handling process.
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7.
INTRODUCTION
“Department” refers to all types of Government
organisations such as bureaux, departments
and agencies.
Acknowledgement
During the preparation of this guide, colleagues
in many different departments and at different
levels were interviewed. We were impressed
with the understanding, commitment,
enthusiasm and professionalism of many of
the ofﬁcers concerned, as demonstrated by the
following quotes selected from the interviews:
• “Complaints provide learning opportunities
and drive service improvement.”
• “We [different departments] are one team
together, representing the government as
a whole.”
• “Complaints handling is not merely about
answering telephone calls, it is a profession
centred on helping customers.”
• “Even if the customer has only a tiny bit
of dissatisfaction, we should still take the
complaint seriously.”
• “Complaints handling is about explaining the
rationale of the decision and showing our
empathy.”
• “We serve customers from our heart.”
• “We are here to help our customers.”
We hope that this guide will help departments
and their staff to build on this obvious desire to
serve the community to the best of their ability.
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8.
CHAPTER 1
AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
1a) Guiding principles
1b) Essential features of a good complaints handling system
1c) Building an effective complaints handling system
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CHAPTER 1: AN EFFECTIVE COMPLAINTS
HANDLING SYSTEM
1a) Guiding principles
Commitment from Senior Management is
Essential
An effective complaints handling system requires
commitment from ofﬁcials at the highest level KEY QUOTE
in each department. Senior management need
“Your department is not an isolated
to set an example by demonstrating a clear
commitment to effective complaints handling.
unit. You are all one government,
Ofﬁcers entrusted with complaint investigations serving the public. Solve the
should be empowered by senior management to problem ﬁrst; then resolve internal
have access to witnesses and documents. bureaucracy.”
Complaints Handling is Fundamental to
Better Public Service Helen Yu, Deputy Ombudsman
The importance of effective complaints handling
cannot be overestimated. The Government is
always striving to improve its service to the
public; complaints handling goes to the heart
of this. Effective complaints handling should
directly translate into better government.
A Complaint is an Opportunity
KEY QUOTE
Complaints are a valuable opportunity to obtain
feedback from the community and identify the “In handling complaints, I always
need for service and policy improvement. The remind myself of the following: I need to
public should experience the same positive think in the position of the complainant,
attitude to complaints handling across all listen patiently and analyse carefully; I
Government departments. ought to respond positively, be sincere
and friendly, be neither arrogant
Put Yourselves in the Shoes of the
Complainant nor overmodest, and be sensitive but
rational.”
When handling complaints, staff should always
try to view the situation from the perspective of
the complainant. This will improve the quality
LAM Siu-kay, Junkers, Senior Building
of the response and is more likely to result in a
Surveyor/Special Task, Buildings Department
satisfactory outcome for both the Government
and the complainant. A winner of “The Ombudsmanʼs Awards 2008
for Ofﬁcers of Public Organisations”
Take Ownership: Don’t Pass the Buck
Staff need to take ownership of complaints.
When a complaint crosses different
departments, departments/staff should not
simply try to pass on responsibility. The public
often will not recognise distinctions between
departments’ responsibilities; they just want
their concern addressed.
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CHAPTER 1: AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
1b) Essential features of a good Fair
complaints handling system • Both complainants and staff, including those
A good complaints handling system should be: handling complaints or being complained
against, should be treated with due respect
Led from the top and fairly in both form and substance.
• Senior management should ensure that: Appropriate treatment/assistance should
be provided to people with disabilities, the
Ã They demonstrate their commitment to an elderly, ethnic minority groups, etc.
effective complaints handling system and
take an active interest in the process at every • All complaints should be judged objectively
level of their department. on the facts and merits of the case.
Judgements should not be prejudiced by the
Ã All staff handling complaints have the channel or location where complainants
appropriate skills, training, systems and lodge the complaint, or by the status of the
support necessary to do their job effectively. complainants. Every genuine complaint
Ã There are clear guidelines setting out the should be taken seriously.
department’s complaints handling policy, • All complainants should be given the
procedures and performance standards for opportunity for their case to be reviewed.
staff to follow.
Ã Apart from the departmental staff, service Timely
providers (including contractors, Non- • Clear time frames should be set and
governmental Organisations (NGOs), etc.) adhered to for each part of the complaints
also fully understand the department’s handling process.
complaints handling procedures and that,
where appropriate, they are required to • Timescales should be as short as practicable
comply with them in much the same way for proper investigation of complaints.
that the department’s own staff do. The • If more time is needed for a complaint to be
attention of service providers should be investigated, then the complainant should be
drawn to the need to comply with the informed of the delay and the reason for it.
provisions of the Personal Data (Privacy) • Time is of the essence for certain types of
Ordinance (Cap 486). complaints. In these cases departments
Ã They have an effective system to review the should respond in a very timely manner to
content of complaints received, rather than ensure the rights of complainants are not
just the statistics. Otherwise, they will not be jeopardised.
able to identify where the Government can
improve its services. Well documented
• Every complaint should be recorded, and
Easy to access the process of investigation monitored.
• Complaint channels should be clearly Complaints statistics should be maintained,
advertised to both the public and staff. Notices readily retrieved, and capable of being
of complaint channels should be prominently analysed.
displayed at all suitable locations, including
those where there is frequent contact with Transparent
the public. Consideration should be given to • Complainants should be informed of the
the needs of the visually impaired and ethnic reasons why the conclusion/outcome was
minority groups. reached.
• Complainants should be able to complain in • Statistical information on complaints
either English or Chinese and to lodge their handling outcomes and trends should be
complaints in person, by telephone, fax, published on a regular basis.
email or letter.
• The public should be able to lodge complaints Straightforward
outside of normal ofﬁce hours, e.g. through • Complaints handling procedures should not
electronic channels and voice mails. be cumbersome. Priority should be given to
• Departments should be alert to the possible addressing concerns at the initial point of
need to make new channels available, e.g. contact.
Short Message Service (SMS).
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CHAPTER 1: AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
• If a complaint is cross-departmental, staff Effective
should take ownership and ﬁnd the quickest • Complaints should result in strategy,
way to address the concern ﬁrst – sorting out service delivery and policy reviews and
the internal responsibilities later. improvements, where appropriate.
• Make sure that email channels are answered.
Receptive
Do not offer an email “contact us” channel
• Staff should respect and understand the that no one in the department monitors and
reasons behind every complaint. actions.
• Every complaint should be approached with
a positive attitude and staff should ensure that 1c) Building an effective complaints
complainants feel they are being listened to handling system
and that their views are valued.
Commitment from senior management
• Staff should not try to stop a complaint being
Without strong commitment and “buy-in” from
made. No indication should be given that
senior management, a department’s complaints
a complainant’s future dealings with the
handling system will never be truly effective.
department/Government will be adversely
affected because he/she wants to make a
Senior management should take a leading role in
complaint.
cultivating a positive complaints handling culture
• Responses should be in plain language, within their department. They need to ensure
avoiding jargon, and as far as possible in the that their staff appreciate the value of an effective
same language in which the complaint was complaints handling system in delivering service
lodged. A frank apology should be offered if improvements to the public. Staff also need
warranted. to understand the importance of the public’s
right to complain and be informed about the
Conﬁdential outcomes. In addition, they need to ensure that
• Complaints should be handled in accordance staff handling complaints receive necessary
with the Personal Data (Privacy) Ordinance training and support and have sufﬁcient levels of
(Cap 486) and advice offered by the Ofﬁce of delegated authority to make decisions.
the Privacy Commissioner for Personal Data.
• Information should be available to staff on Departmental guidelines should be drawn up
a need-to-know basis. Only those staff who to spell out clearly the department’s policy,
need the information to investigate and procedures and performance standards on
respond to a complaint should have access to complaints handling. For large departments,
the particulars of the complainant. This applies guidelines may be tailored to suit the needs of
equally to service providers and their staff. individual ofﬁces.
• Information gathered during a complaint
Each department should have a designated
investigation should only be used for internal
Complaints Liaison Ofﬁcer, preferably at
purposes to resolve/respond to the complaint
directorate level. Some large departments may
and to implement any service delivery
also need to appoint regional/district Complaints
improvement arising from it. Personal or
Liaison Ofﬁcers. Alternatively, some departments
conﬁdential information about individual
may wish to appoint Complaints Liaison Ofﬁcers
cases should not be made public.
on a subject matter basis. These ofﬁcers should
be given the authority to allocate complaints
within the department/region/district/subject
area for follow-up action.
Identifying gaps
The checklist below, though not exhaustive, is
designed to help departments to conduct a quick
self-assessment of their existing systems and
procedures. Senior management may consider
each question and decide if the answer is “yes”,
“no” or “partially”.
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CHAPTER 1: AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
LED FROM THE TOP
Do senior management demonstrate a positive and open attitude towards complaints?
Do senior management regularly receive and actively review reports on complaints handling?
If so, does the report include analysis of the content of complaints, not just statistics? (See
Chapter 6c)
Do the department’s management ensure that all staff understand and adhere to the
departmental complaints handling system and procedures?
Is there a process in place to recognise and reward effective complaints handling at both
frontline and middle management levels?
EASY TO ACCESS
Are complaint channels clearly and widely advertised to both the public and staff?
Is information on how to make a complaint easy to understand and easily found on the
departmental website?
Can people complain and receive responses in either English or Chinese ?
Can complaints be made out of ofﬁce hours?
Can complaints be made via multi-channels such as in person, by telephone, fax, email or letter?
FAIR
Are there procedures in place to ensure all complaints are considered fairly and objectively?
Are there clear guidelines to help staff know when to escalate complaints to senior
management? (see Chapter 3e)
Can a complainant, unhappy with the substantive reply received, request a review of the
case? (See Chapter 5b)
Are review/appeal channels clearly publicised?
TIMELY
Has the department set timescales for responding to complaints and does it inform the
complainants what these are at the initial contact?
Are the target timescales generally met?
Are complainants informed if there is an unavoidable delay in the processing of a
complaint, and the reason for it?
WELL DOCUMENTED
Is there a central system for staff to record all complaints received, in a consistent manner,
including verbal and anonymous complaints? (See Chapter 2c and Chapter 6a)
Is there a system to enable staff to track and monitor the progress of complaints handling?
TRANSPARENT
Does the department make clear, to both staff and complainants, its policy on electronic
recording/videoing of complaints and personal data privacy? (see Chapter 2d)
Does the department have clear performance targets/pledges, including:
a) timescales for responses
b) customer satisfaction ratings
c) the percentage of complaints resolved at the ﬁrst point of contact?
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CHAPTER 1: AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
Does the department regularly compile information on:
a) number of complaints received including key trends
b) whether performance pledges on complaints handling are met
c) service delivery improvements or policy changes implemented in response to
public complaints?
STRAIGHTFORWARD
Is there a clear and simple procedure for people to make complaints?
Is it easy for complainants to lodge their complaint?
Can complaints be made verbally?
RECEPTIVE
Do complaints handling staff project a helpful attitude?
Do frontline staff receive training on communication skills to help them respond and deal
with complaints in the most appropriate manner?
Are staff given proper training and guidelines for handling difﬁcult complainants? (See
Chapter 2e)
Are frontline staff sensitive to the needs of disadvantaged or disability groups (e.g. visually/
hearing impaired, ethnic minorities, etc.)?
CONFIDENTIAL
Is the department’s complaints handling regime consistent with the Personal Data (Privacy)
Ordinance (Cap 486) and guidance from the Ofﬁce of the Privacy Commissioner for
Personal Data?
Is access to personal information on a complainant restricted to those who need the
information for the purposes of investigating or responding to a complaint?
Have all complaints handling staff received training on the Personal Data (Privacy)
Ordinance (Cap 486) and the importance of respecting privacy and maintaining
conﬁdentiality?
EFFECTIVE
Do frontline staff have access to up-to-date and sufﬁcient departmental information to help
them address as many concerns as possible at the initial point of contact?
Are there clear guidelines on how to handle misdirected and cross-departmental complaints?
(See Chapter 3b and Chapter 3d)
Are frontline staff appropriately trained and empowered to handle complaints?
Is there a control and monitoring system to ensure that complaints are being handled
effectively?
Do the regular reports on complaints to senior management highlight areas where
service delivery improvements or policy changes may be advisable? (See Chapter 6d)
Is regular feedback collected from complainants and staff on how they think complaints
handling and service delivery could be improved?
Do frontline staff receive information on service delivery or policy changes implemented as
a result of complaints?
Do frontline staff receive reports on the feedback from complainants?
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CHAPTER 1: AN EFFECTIVE COMPLAINTS HANDLING SYSTEM
Action plans provision of customer management/complaints
Once senior management know where the gaps handling training for staff. Longer-term measures
lie, they can draw up an action plan to enhance may include the introduction of computerised
their complaints handling system. In devising complaints handling/data mining systems.
such a plan, departments may differentiate
between short and long-term achievable targets. Having the right plan, while very important, will
not alone be sufﬁcient to guarantee effective
For example, short-term measures may include complaints handling. A monitoring system
improved publicity of complaint channels or will help ensure effective implementation
of any departmental plans and instructions.
Departmental Complaints Liaison Ofﬁcers
would be well placed to oversee the system on
an ongoing basis.
Template to publicise complaints handling
The Annex provides a template which
departments may wish to customise for their
own use to publicise their complaints handling
mechanisms. The template sets out what
members of the public have the right to expect
from a department’s handling of their complaints
Action and the responsibilities associated with those
Plans rights, the departmental performance pledges and
policy on personal data privacy and electronic
recording of complaints.
Dos and Don’ts for a Good Complaints Handling System
DO DON’T
• Encourage complaints • Set targets/pledges to reduce the number of
complaints received
• Listen to frontline staff when devising
new arrangements • Underestimate the challenges and stress that
frontline staff handling complaints undergo
• Establish challenging but achievable
performance pledges • Forget that complaints received may reﬂect
only a fraction of dissatisﬁed customers
• Make sure customers know how and
where to complain • Organise the complaints handling regime
around the convenience of the department
• Ensure all complaints are followed up
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16.
CHAPTER 2: HANDLING THE INITIAL CONTACT
Ã Provide adequate support to frontline staff
Handling the initial contact is one of when a difﬁcult complaint or complainant is
escalated.
the most crucial parts of the complaints
handling process. This chapter offers Frontline Staff need to:
guidance to frontline staff who are the Ã Understand that theirs is the most important
ﬁrst point of contact for complaints. role in complaints handling
Senior and middle management’s role Ã Try to resolve a complaint at the ﬁrst point of
is to ensure that the necessary systems, contact, if at all possible
support and training are available to Ã Ensure that they get all the necessary accurate
frontline staff dealing with the initial information from the complainant, so that a
contact. proper investigation can be conducted, if the
issue cannot be resolved on the spot
Ã Properly record all complaints received
Ã Ensure that their attitude, tone and manner
when dealing with complainants are always
GOLDEN RULES FOR HANDLING courteous, respectful and positive
THE INITIAL CONTACT Ã Understand the department’s guidelines
Senior Management need to: for dealing with difﬁcult complainants and
know when it is appropriate to escalate the
Ã Create a culture which generates a positive
complaint to a supervisor or terminate the
and open attitude towards complaints
conversation/correspondence
throughout the department
Ã Understand and comply with personal data
Ã Ensure that efforts to deal with complaints
privacy requirements.
are commensurate with the seriousness of the
allegations
Ã Ensure that frontline staff know that their role
is important and valued
Ã Recognise and reward frontline staff who
KEY QUOTE
handle complaints well
Ã Provide training and support that frontline “I have suggested that the
staff need to do their jobs effectively Administration place importance
Ã Ensure frontline staff have access to up-to- on adequate resources and support
date and relevant departmental information, for front-line customer services.
so that as many issues as possible can be Examples are telephone enquiry
resolved quickly. hotlines of departments particularly
exposed to public calls for answers
Middle Management need to: or assistance. The community
Ã Ensure that frontline staff are fully aware of cannot be expected to accept
their roles and responsibilities, and of their shortfall in resources as a reason,
discretionary authority, if any, to resolve a or even excuse, for inefﬁciency or
complaint on the spot
poor service.”
Ã Help frontline staff do a better job by
identifying training needs and knowledge gaps
Ã Ensure that frontline staff are provided with Ms. Alice Tai, Former Ombudsman,
training and guidelines for dealing with The Ombudsmanʼs Annual Report 2009
difﬁcult complainants
Ã Ensure frontline staff can escalate a difﬁcult
complaint if necessary
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CHAPTER 2: HANDLING THE INITIAL CONTACT
2a) Dealing with the initial contact up-to-date and relevant data, to help them answer
How the initial contact is handled makes a enquiries and address straightforward concerns.
crucial ﬁrst impression on the complainant. The
effectiveness of the Government’s complaints If, however, the complaint requires an
handling will often be judged on the basis of investigation, staff need to ensure that they
how the initial contact is managed, especially obtain sufﬁcient and accurate information from
those that are made via a telephone call or a the complainant for a thorough investigation.
face-to-face conversation. If important information is missing, this may
unnecessarily delay the investigation or result
Automated responses to emailed complaints can in an inadequate response to the complainant,
give a bad impression. Check that the automatic and could be grounds for further complaints.
response provides the right message and carries Departments may consider developing a
the appropriate tone. checklist on the information to be collected
from the complainants.
Staff should always treat the complainant politely
and empathetically. They should be careful to
demonstrate proper respect and try to view the
issue from the complainant’s perspective in order
to understand why he/she is complaining.
If at all possible, frontline staff handling telephone
calls or complainants in a face-to-face situation
should try to resolve the issue at this ﬁrst point
of contact. Ideally, they should have access
to departmental information systems or other
Dos and Don’ts for Handling the Initial Contact
DO DON’T
• Be polite, friendly and welcoming • Try to discourage the complainant from
making a complaint or project a negative
• Explain why you welcome the feedback attitude through body language or tone
of voice
• Apologise if there has been a mistake
• Blame the complainant, e.g. “you didn’t ﬁll
• Take responsibility; try to address the in the form correctly”
concern at the ﬁrst point of contact
• Make unrealistic promises or guarantees
• Demonstrate you understand the reason
for the complaint • Argue with the complainant
• Get all the relevant facts/make notes • Make the complainant feel like he/she is
being interrogated
• Inform the complainant if it is likely that
the complaint details will be passed out • Accept abusive, foul or threatening language/
of the department for investigation behaviour
• Be clear about what will happen next and
likely timescales
• Stay calm and polite at all times
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CHAPTER 2: HANDLING THE INITIAL CONTACT
2b) Helping the complainant understand
the process Cap 486 does not require departments to
give the complainant a right to object to
If staff are unable to resolve the complainant’s
referral of his/her complaint to a third party,
issue initially, it is important to be clear about
provided that the referral is for the purpose
the next steps in the complaints handling
of investigating the complaint. As a matter
process. Staff should be able to refer to a set
of good practice, however, the departments
of clearly written complaints handling policy
may wish to also inform complainants that
and procedures, which include a Personal
they can object to a referral but this may
Data Privacy Policy (as shown in the Annex).
hinder or prevent a thorough investigation.
Staff should explain that the matter needs to be
investigated. It is also important to inform the
For cases involving sensitive personal data
complainant about the set timescales in order
(e.g. taxation, banking, medical details),
to manage expectations about how long the
or when the third party is outside the
process is likely to take.
Government, or when the department is
in doubt as to whether the personal data
continues to be used for the original purpose,
Personal data privacy – complaint departments are advised to seek consent
referrals from the complainant before a referral.
Particular care must be exercised if a Departments need to exercise common
complaint has to be referred to third parties sense and judgement in determining the
such as other departments or contractors. sensitivity of personal information, the need
Under the Personal Data (Privacy) Ordinance for obtaining a complainant’s consent, and
(Cap 486), data protection principles require, the adverse consequences of delay as a result
among other things, that the data subject of seeking the complainant’s consent.
(i.e. the complainant) be informed of the
purpose for which his/her personal data is
to be used (in this case, obviously, to enable
the complaint to be investigated) and the
classes of persons to whom the data may
be transferred. Where the use of the data is
for a purpose directly related to the original
complaint, the complainant’s consent is not KEY QUOTE
required, but the transfer or disclosure of “Personal data privacy has become a
personal data should not be excessive.
fundamental right in our society, but
In practice, the data protection principles
there is a need to balance that right
can be met by informing the complainant with other rights and social interests in
at the time the complaint is made. This can maintaining a harmonious society.”
be done easily when a complaint is made in
person, by telephone, or using a pre-printed
departmental complaint form. It is more Roderick B. Woo, Privacy Commissioner for
difﬁcult when a complainant complains by Personal Data
letter or email.
In these circumstances, the department
should ensure that its personal data privacy
policy (an example is given in the Annex) is
widely promulgated. For cases which do not
involve sensitive personal data but only the
complainant’s name and contact information,
the department should, when issuing an
“acknowledgement of receipt” to the
complainant, inform the complainant that the
complaint (together with the complainant’s
personal data) has been passed to the
responsible department for follow-up action.
18 A Guide to Complaints Handling and Public Enquiries

19.
CHAPTER 2: HANDLING THE INITIAL CONTACT
Many civil servants will be familiar with bearing
the brunt of a complaint against Government
CASE STUDY: from family, friends and acquaintances during
social occasions. For the avoidance of doubt, staff
Stepping into customers’ shoes are only expected to record those complaints
made through departmental channels.
A 60-year-old man complained There may be times when it is difﬁcult to
to the Buildings Department (BD) differentiate between a complaint, a suggestion
and a request for service improvement. Where
about the demolition order he had
appropriate, staff may try to clarify with the
received for an illegal roof-top
“complainant” directly during the initial contact.
structure. Numerous notices had
been sent to him earlier, but the
department had not been able to
establish communication with him.
Staff discovered that the complainant
could only speak the Chiu Chau
dialect, and was hearing-impaired.
Learning this, the department
promptly arranged for an ofﬁcer
who could communicate in Chiu
Chau to discuss the matter with the
complainant and to understand his
needs. A professional social worker
was subsequently assigned to look
into his special circumstances.
Anonymous complaints should be recorded
and treated in the same way as signed/verbal
complaints – even though it is not possible to
acknowledge or reply to them. Departments
2c) Recording the complaint should exercise common sense when an
All complaints should be accurately and anonymous complaint is too vague to be able
consistently recorded in a central complaints to identify sufﬁcient details for meaningful
register. Some large departments may also need investigation to be conducted. Depending on
to maintain central complaints registers on a the gravity of the allegations made, it may be
district/subject matter basis. If proper records of necessary to escalate an anonymous complaint,
every complaint are not kept, departments will once it has been recorded. See Chapter 3e for
not be able to achieve a meaningful review and more details.
analysis of the public’s view of their services. The
central complaints register may be computerised The 1823 Call Centre (1823) handles enquiries
or paper-based depending on the number of and complaints on behalf of its client
complaints and size of the department. For departments. For cases referred from 1823,
further information on computerised systems, departments should review the nature of cases
please turn to Chapter 6b. to determine if they fall within the deﬁnition of
“complaint” as set out in this guide, and keep
Frontline staff should not only record complaints proper records accordingly.
made in writing or those that require further
investigation. All verbal complaints, even those It is particularly important that complaints
which are easily resolved during the initial are recorded consistently across departments
contact, should be recorded. Those issues that in order that the Government as a whole can
can be quickly resolved by frontline staff on the report accurate service-wide statistics on
spot may nevertheless identify an area where the complaints handling. The following table sets
department needs to improve its communication out the counting protocol for different types of
or services. complaints.
A Guide to Complaints Handling and Public Enquiries 19

20.
CHAPTER 2: HANDLING THE INITIAL CONTACT
Type of Complaints Counting Protocol
• Cross-departmental complaints should be recorded separately and
the departments involved should be listed out.
Cross-departmental
• For the purpose of compiling service-wide statistics, cross-
Complaints
departmental complaints should only be reported by the co-
ordinating department.
• Misdirected complaints should be recorded separately and the
responsible department to which they were subsequently referred
should be clearly speciﬁed.
• For the purpose of compiling service-wide statistics, misdirected
complaints should be reported by the department ultimately
Misdirected responsible for dealing with the complaints.
Complaints • Bureaux may receive complaints about departments for which
they have responsibility. Similarly, bureaux and departments may
receive complaints about non-governmental agencies for which
they have responsibility. In such cases, the complaints should be
treated as misdirected complaints. Of course, there is no reason
why a record of such complaints cannot be maintained as it may
help identify problems with the department/agency’s complaints
handling system.
• A complaint referred from public bodies like the Ofﬁce of The
Ombudsman, the Ofﬁce of the Privacy Commissioner for Personal
Complaints referred Data and the Equal Opportunities Commission, if received for
from Public Bodies the ﬁrst time (i.e. it is not a repeated complaint ﬁled by the same
person on the same subject without any material change in the
substance or circumstance), should be counted as a new complaint.
• Repeated complaints on the same subject matter from the same
complainant should be treated as one complaint, unless there is a
material change in the substance or circumstance.
• When a repeated complaint is about the way the original
Repeated complaint was handled (i.e. a review), it should be recorded and
Complaints treated as a new complaint.
• A repeated complaint against the outcome of an investigation (i.e.
an appeal) should be treated as a new complaint only when there
is a change in substance or circumstance.
• Departments may receive multiple copies of the same complaint
Proforma Complaints letter/email, emanating from different people. Where this relates
and Petitions to the same issue it should be treated as one complaint, but the
number of complainants be noted. A similar approach should
apply to petitions.
• Some complainants copy their complaint to many different parties.
These should be counted as one complaint by the department
Complaints copied to being complained against.
Multiple Recipients • If the complaint is directed to two or more parties with speciﬁc
allegations against each of the recipients, it should be counted as a
complaint by the respective recipients.
20 A Guide to Complaints Handling and Public Enquiries

21.
CHAPTER 2: HANDLING THE INITIAL CONTACT
2d) Electronic recording of complaints Except for particular venue or speciﬁc
In recent years, technological developments have circumstances, there is no legislation that
enabled widespread recording of conversations prohibits members of the public from taking
and events by organisations and individuals. photographs, audio or video recordings, etc.
Generally, such recordings are not prohibited of public ofﬁcers. Members of the public are,
(except in court buildings and other restricted however, subject to the same requirements
areas), but there are constraints. mentioned above. It should also be noted that
public ofﬁcers are under no legal obligation to
The Personal Data (Privacy) Ordinance (Cap 486) be photographed, audio or video recorded.
is concerned with recorded information that
relates to individuals, from which it is reasonably It can be seen that the legal position is not
practical to identify the individual concerned. entirely straightforward. Departments may wish
This is known as personal data. Electronic to establish a clear policy, in consultation with
recordings may amount to personal data. affected staff, and to seek appropriate advice
from the Department of Justice. The policy
The data protection principle 1 under Cap 486 should be disseminated to all those who may be
requires that the means used to collect personal affected by it.
data must be fair in the circumstances of the
case, e.g. whether the purpose to be achieved 2e) Dealing with difﬁcult complainants
justiﬁes the use of that means in that case. The initial point of contact is when complainants
Also, are less privacy intrusive means available? are most likely to be angry or upset. Staff
Members of the public should be informed if should remember that the complainant may
they are to be electronically recorded. This may have an understandable reason for being upset.
be done using notices, pre-recorded messages or An empathetic manner, demonstrating an
person-to-person. understanding of the frustration the complainant
is experiencing, can often help defuse a tense
situation.
Personal Data Collection
Staff should try to avoid labelling a complainant
• Proper notice should be given as unreasonable; it is important to put themselves
• There should be reasonable justiﬁcation in the complainant’s shoes to understand his/her
for the proposed means of personal data perspective. The fact that the complainant
collection is being difﬁcult does not mean that his/her
• The means of collection is fair in the complaint is not valid. Staff should explain that
circumstances they want to help get the concern addressed and
• No excessive data will be collected investigated, but that ﬁrst the complainant needs
to give them all the details so they can take this
• The subject of the data should be
forward.
informed of:
Ã The purpose for which the data are However, some complainants will not respond to
to be used these tactics. All frontline staff should be provided
Ã The classes of persons (if any) to with proper training and clear guidelines for
whom the data may be transferred dealing with difﬁcult complainants.
Ã The individual’s rights to request
access to and correct their personal Frontline staff should always be allowed to
data. escalate a difﬁcult or vexatious complainant to
a supervisor. If the department has a telephone
call centre handling complaints, the staff dealing
Departments should inform their staff if they are with the call should be able to indicate when a
being/to be electronically monitored. Reference difﬁcult caller is on the line so that a supervisor
should be made to the “Privacy Guidelines: can monitor the call.
Monitoring and Personal Data Privacy at Work”
(http://www.pcpd.org.hk/english/ordinance/ﬁles/
monguide_e.pdf) issued by the Ofﬁce of the
Privacy Commissioner for Personal Data.
A Guide to Complaints Handling and Public Enquiries 21

22.
CHAPTER 2: HANDLING THE INITIAL CONTACT
Terminating abusive telephone calls/ general complaints, demanding to speak to
interviews senior ofﬁcers etc. These calls may not be
When dealing with a difﬁcult complainant abusive or threatening, but take up much time
over the telephone or face-to-face, it is crucial to no effect. Again, departments should provide
for staff to moderate the tone of their voice. guidelines for staff. For example, the caller
Keeping the tone of voice quiet and polite can should be invited to give his/her contact details
help diffuse a loud and angry complainant; staff and to put his/her complaint in writing. If this is
should never respond in a heated, aggressive or persistently rejected, the caller should be told
interrogatory tone. that the conversation will be terminated.
If a complainant uses foul or abusive language, Terminating correspondence/contact
or is aggressive or threatening to staff, he/she regarding repeated/groundless complaints
should be politely warned that, if this behaviour One of the most difﬁcult types of complainants
is repeated, the call or interview will be to deal with are those who repeatedly raise the
terminated. Departments may wish to specify in same issue, even if that complaint has been
their guidelines that this warning should only be examined and found to be groundless, or if the
given twice at most; after that, if the language or complainant is unwilling to accept the decision
behaviour is repeated, the conversation should made by the department. Departments may set
be terminated. In serious cases, frontline staff down procedures regarding how often the same
should not hesitate to terminate interviews complaint will be investigated and reviewed,
without warning and to seek assistance of particularly if there is no new information or
supervisors, security staff and/or the police if the change in circumstances. Frontline staff need
situation so warrants. to be able to clearly explain these procedures
to complainants. For more information on
Departments should assess the risks faced by dealing with repeated complaints, please turn to
frontline staff, and provide appropriate protection. Chapter 5c.
For example, emergency alert systems can be
installed in interview rooms.
Departments may also experience anonymous
callers who telephone their ofﬁce frequently,
often to different staff, making a variety of
Dos and Don’ts for Handling Difﬁcult Complainants
DO DON’T
• Try to explain that you understand the • Assume that because a complainant is
complainant’s anger/frustration and difﬁcult his/her complaint is not valid
want more details so you can help the
complainant • Get upset or angry; never take the criticism
about Government personally
• Focus on the issue being complained about
and what can be done to resolve it • Hesitate to terminate the call/interview if
the complainant ignores the warning twice
• Politely identify unacceptable language or and repeats the unacceptable behaviour
behaviour and warn that repetition of this
will end the call/interview • Raise your voice or use an aggressive tone
of voice, whatever the provocation
• Always be conscious of your own emotional
stability and physical safety • Be biased by the behaviour of a difﬁcult
complainant; the complaint should still be
• Seek help from your supervisor if necessary handled fairly and objectively
22 A Guide to Complaints Handling and Public Enquiries

23.
CHAPTER 2: HANDLING THE INITIAL CONTACT
Departments are advised to seek the advice of
the police and/or the Department of Justice on
whether/what legal sanctions should be pursued
in appropriate cases.
CASE STUDY:
Prosecutions
A number of prosecutions have taken
place in recent years:
• An ex-nurse sent a number of
Legal sanctions emails containing implied threats
Public servants are employed to serve the to ofﬁcials dealing with his
public. As such, we should be seen to act with pension. He was charged with
tolerance and reasonableness. We should only criminal intimidation.
resort to legal sanctions against our customers • A disgruntled member of the public
as a last resort. Nonetheless, there will be times blocked the local District Ofﬁcer
when such action is appropriate. A variety of from going through the doorway
legal sanctions are available, for example:
to a conference room. He was
• Criminal intimidation under Section 24 of the charged with loitering.
Crimes Ordinance (Cap 200)
• A protester blocked the path of
• Assault under Section 25 of Cap 200 a judiciary ofﬁcer on his way to
• Loitering under Section 160 of Cap 200 his ofﬁce. He was charged with
• Various assault offences under the Offences obstruction of a public place.
Against the Person Ordinance (Cap 212)
• A judiciary clerk was assaulted. The
• Telephone nuisance under Section 20 of the attacker was charged with common
Summary Offences Ordinance (Cap 228)
assault.
• Obstruction of public place/trespass under
Section 4(28) and 4A, respectively, of Cap 228
• An angry member of the public
invaded the public area of a
• Obstruction of a public ofﬁcer under Section 23
housing ofﬁce and refused to leave.
of Cap 228
Charges related to assault and
• Disorderly/violent conduct under Sections 17B,
criminal damage arose when he
18 and 23 of the Public Order Ordinance
(Cap 245) and various regulations relating
tried to enter an area not open to
to speciﬁc public places such as museums, the public.
stadia, public parks, airport, etc. One
example is regulations made under the Public
Health and Municipal Services Ordinance
(Cap 132)
• Common law offences such as public
nuisance or outraging public decency
• A person may be brought before a magistrate
to be bound over to keep the peace or to
be of good behaviour upon proof of, among
other things, reasonable apprehension that
the violence to the person or property or
the commission of a criminal offence would
take place.
A Guide to Complaints Handling and Public Enquiries 23

25.
CHAPTER 3: INVESTIGATING A COMPLAINT
Ã Identify issues that need escalating to senior
This chapter deals with those complaints management
which could not be resolved at the Ã Ensure that an interim response is sent to
initial point of contact. While the details the complainant if it appears that the full
of investigations and follow-up steps response will be delayed beyond the set
timescales
will vary widely across departments,
Ã Ensure systems are in place to enable
depending on the nature of the frontline staff to access information
complaint, this chapter offers advice and regarding progress/outcome of complaint
general guidelines on important aspects investigations.
of the investigative stage of complaints
handling. Frontline Staff and Investigating Officers
need to:
Ã Seek advice from supervisors if the correct
complaints handling party is difﬁcult to identify
Ã Explain the department’s pledge to provide
GOLDEN RULES FOR a substantive reply to the complainant.
INVESTIGATING A COMPLAINT Emphasise that the complaint is being
taken seriously and thoroughly investigated
Senior Management need to: if he/she makes contact again during the
Ã Ensure there are clear channels in place investigation process and is impatient for a
to enable staff to escalate complaints and response.
encourage them to use these channels
Ã Encourage staff to take ownership of
complaints. Even if it is unclear whether the
department has the primary responsibility,
always praise staff for giving priority to
addressing the concern which is the subject
of the complaint
Ã Be prepared to step in to resolve a
disagreement over responsibility for a
cross-departmental complaint and set out a
procedure for dealing with particular “grey
areas” in the future
Ã Ensure robust systems are in place to monitor
and control the progress of complaint
investigations against agreed timescales.
Middle Management need to:
Ã Go the extra mile. Be prepared to take
ownership of a complaint, even if it is not
entirely within the department’s remit
Ã Be proactive in chasing colleagues to address
the concern on the ground as promptly
as possible. Sort out internal bureaucracy
afterwards
A Guide to Complaints Handling and Public Enquiries 25

26.
CHAPTER 3: INVESTIGATING A COMPLAINT
3a) Identifying the complaints In case there are exceptional circumstances (e.g.
handling party in cases involving sensitive personal data or
sensitive issues which should not be disclosed
Identifying the correct complaints handling to other parties unless with the consent of
party quickly is crucial to making the complaint the complainant), the complainant’s consent
investigation process as rapid and efﬁcient as is required before the complaint is referred
possible. If the complaint involves more than to another department (see Chapter 2b). For
one department, staff should try to ensure that misdirected verbal complaints, departments
all parties are informed and encourage one should establish their own guidelines to reﬂect
department to take ownership of the complaint. their own individual circumstances. For example,
If there is a lack of clarity about which where a complaint is made to one department’s
department’s remit the complaint falls under, public enquiry counter (i.e. the complaints
staff should seek advice from their supervisor. handling unit), it would be reasonable for the
public enquiry staff to refer the complaint to
In any case, one designated member of staff the appropriate department. On the other hand,
should take ownership of the complaint and where a complaint is made to one department’s
ensure it is appropriately investigated. This may licensing ofﬁce (i.e. other operational/service-
be the Complaints Liaison Ofﬁcer. providing unit), it may be disruptive and
unreasonable to other citizens waiting in the
queue for the licensing staff to focus their
CASE STUDY: attention on redirecting the complaint. In the
latter case, the complainant could be advised to
Taking ownership, even if the contact the appropriate department direct.
matter is not under your remit
3c) Planning and implementing
The EPD received a complaint an investigation
about the low temperature of the air There is no one prescribed system for handling
conditioning in a local branch of a the investigation of a complaint; the appropriate
action will differ depending on the details of the
fast food outlet. There is no legislation
complaint and the department(s) involved. Below
governing this area and it does not are some general principles which may be useful
fall under the remit of the EPD or of when departments develop their own internal
any other government department or guidelines.
agency. However, the complainant
felt strongly about the matter so the Investigating staff should ensure that:
EPD went the extra mile and issued a • Each complaint is considered objectively and
letter to the fast food store in order to impartially. Staff should ensure all relevant
express the customer’s concern. parties’ views are sought
• The ﬁrst priority of the investigation is to
address the concern (when possible) that
is the subject of the complaint. Sorting out
3b) Handling misdirected complaints internal bureaucracy should always be a
There may be times when complaints are simply secondary consideration
misdirected. It may be that the complaint • They take ownership of the complaint
involves an issue of policy beyond the remit investigation, monitor and control the
of the department, or the complainant simply process, and are proactive in chasing
has approached the incorrect department. For colleagues to move the investigation forward
misdirected written complaints, the receiving • Time-sensitive issues are responded to as
department should proactively identify the quickly as possible. Sometimes a partial reply
department(s) that should be involved in in an interim response may be appropriate
considering the complaint and ensure that the
• Set timescales are met and, if there is any
case is properly handed over. The complainant
unavoidable delay, the complainant should
should be informed of the referral, and should
be notiﬁed of the reason for the delay. This
not be advised to complain direct to the
interim response can be an email, letter or
other department. The complainant may be
telephone call, but should emphasise that
provided with contact details of the appropriate
the complaint is being taken seriously and
department for enquiry regarding the complaint.
the additional time is needed to thoroughly
26 A Guide to Complaints Handling and Public Enquiries

27.
CHAPTER 3: INVESTIGATING A COMPLAINT
investigate the matter. If possible, the
complainant should be informed of the Department, it was suspected that
estimated additional time required the issue was a recurrence of a case
• Frontline staff are able to access information in 2004, which was caused by waste
regarding the progress of the complaint water accumulated in a manhole. The
investigation as far as possible, in case suspected source of issue involved
the complainant contacts them requesting a number of parties – including Yat
information regarding the status of the Tung Estate management ofﬁce, the
complaint. District Maintenance Ofﬁce and the
outsourced property service agent
of the Housing Department (HD) as
CASE STUDY:
well as the Link Management Limited.
Representatives from all relevant
The importance of thorough
parties were invited to attend a joint
investigation
site inspection to ensure effective and
thorough investigation into the matter.
The Owners’ Incorporation (OI) of a The source of issue was successfully
private building complained to the identiﬁed by the collaboration of
Food and Environmental Hygiene experience and expertise from various
Department (FEHD) about rats in the aspects. The issue was swiftly settled
building. It suspected that the rats and the complainant was satisﬁed
came from the public area nearby. The with the follow-up actions taken by
FEHD began a thorough investigation the joint efforts of different parties.
of the case, which included checking
the hygiene conditions in the public
area and the shopping mall of the 3d) Dealing with cross-departmental
building. Throughout the investigation, complaints
staff held regular meetings with the
Governments and public bodies over the
OI and management ofﬁce of the world often ﬁnd complaints that cut across
building to report on the progress of departmental boundaries particularly challenging
the investigation. Finally, the FEHD to resolve. Dealing with cross-departmental
found that the source of the issue was complaints can be complex; there will always
related to the rat prooﬁng work by be some areas where it is difﬁcult to assign clear
the shopping mall, which included responsibility.
a number of restaurants. The FEHD
provided technical advice to the In these situations, it is vital that staff take
management ofﬁce of the shopping ownership of the complaint, rather than simply
trying to pass it on to colleagues from a different
mall on ways to deal with this issue.
division or department. Staff should not lose sight
The issue was appropriately addressed of the ﬁrst priority of complaint investigation:
and the residents were very satisﬁed to address the issue that is the subject of the
with the way the complaint had been complaint. Internal procedures to clarify
handled. responsibilities for similar situations in the future
should be dealt with afterwards.
CASE STUDY: Departments should establish clear procedures
to co-ordinate the investigation of complaints
Addressing the concern through that cross internal or external boundaries.
joint investigation Departments involved should liaise among
themselves to identify a lead party to co-ordinate
There were complaints from the public the response. A consolidated reply should be
about the strong odour from waste sent to the complainant by the lead party.
water discharged to an open nullah In case there are exceptional circumstances (e.g.
in Tung Chung. After investigations in cases involving sensitive personal data or
sensitive issues which should not be disclosed to
carried out by the Drainage Services
other departments unless with the consent of the
A Guide to Complaints Handling and Public Enquiries 27

28.
CHAPTER 3: INVESTIGATING A COMPLAINT
complainant), the department(s) involved may
reply to the complainant direct and inform the
lead party that a reply had been issued.
Departments should always ensure that there is
a receiving party before a cross-departmental
complaint is handed over. It is the responsibility
of the receiving department or the lead party to
ensure that staff adhere to relevant time limits
for dealing with complaints. All contributing
departments should provide input to the lead For frequent cross-departmental complaints
party within a reasonable time frame to enable involving the same subject, departments are
the latter to reply to the complainant in a timely advised to clarify their service boundaries and
manner. consult the relevant policy bureaux, as necessary.
In some situations, such as when it is impossible
to agree on which department is to co-ordinate
3e) Escalating complaints
the response, staff from the receiving department Knowing whether and when to escalate a
should escalate a cross-departmental complaint complaint to senior management is one of the
to senior management, such as the Complaints most crucial skills of any effective complaints
Liaison Ofﬁcer(s), to help resolve disagreement handling team. Staff investigating complaints
over responsibility for “grey areas”. should take this responsibility very seriously.
Each department should consider putting in
If the Complaints Liaison Ofﬁcer(s) cannot place its own clear procedures for complaint
agree on the actions to be taken, such cases escalation. Examples of occasions where
should be brought to the attention of the heads escalation may occur include when:
of department for high level co-ordination. • The complaint highlights the need for a
Where necessary, the relevant bureaux may service delivery or policy change
need to intervene to resolve difﬁcult cross- • A cluster of similar complaints are received
departmental cases. on a new topic, as this may highlight a
concern that has only recently emerged
• The complaint involves sensitive issues or
CASE STUDY: serious accusations, even if these are made
anonymously
• The complaint highlights a grey area in terms
Prompt escalation to resolve cross- of departmental responsibility, which is likely
departmental complaints to arise again
• Intervention from senior management is
1823 received an anonymous needed to resolve a delay in the complaint
complaint regarding a damaged pit resolution (due to a cross-departmental or
hole cover. The case was ﬁrst referred other issue).
to the Highways Department, and then
subsequently passed on to both the 3f) Involvement by The Ombudsman
Lands Department and HD. It was, Inevitably, some complainants will make
however, unclear which department complaints about a department’s complaints
should be responsible for handling handling to The Ombudsman. This does not
the case. A directorate ofﬁcer then necessarily mean that the department has done
stepped in and escalated the case. As anything wrong. The Ombudsman is aware
a result, the issue was successfully that some complainants abuse the complaints
system. The Ombudsman is also conscious
resolved through the joint efforts of
that some departments occasionally succumb
the three departments: a temporary
to the complainants’ unreasonable demands
safety measure was instituted by one once The Ombudsman’s Ofﬁce gets involved
department, which was followed by (The Ombudsman’s Annual Report 2009). The
the permanent mending of the cover by clear message from The Ombudsman is that
another. knee-jerk reactions to involvement by The
Ombudsman is not the appropriate response.
28 A Guide to Complaints Handling and Public Enquiries

29.
CHAPTER 4
PROVIDING A GOOD QUALITY RESPONSE
GOLDEN RULES FOR PROVIDING A GOOD QUALITY RESPONSE
4a) Demonstrating understanding of the reason for complaint
4b) Demonstrating the complaint has been thoroughly investigated
4c) Explaining the outcome of the investigation
4d) Replies to emails
A Guide to Complaints Handling and Public Enquiries 29

30.
CHAPTER 4: PROVIDING A GOOD QUALITY
RESPONSE
Providing a good quality response to
a complainant is a crucial part of an
effective complaints handling process.
The guidelines in this chapter are aimed
at those drafting substantive written
responses to complainants. However,
the general principles will also be useful KEY QUOTE
to help staff who need to provide a ʻA good response should be factual,
verbal response. frank, timely and balanced.ʼ
Helen Yu, Deputy Ombudsman
GOLDEN RULES FOR PROVIDING
A GOOD QUALITY RESPONSE
Senior Management need to:
Ã Ensure that all staff preparing complaint
responses receive sufﬁcient training to ensure
effective writing skills
Ã Personally review draft responses when a
case is particularly sensitive or important, or
simply as a regular quality control check.
Middle Management and Frontline Staff
providing responses need to:
Ã Ensure that responses are factual and
accurate, explaining clearly the steps that
have been taken to investigate the complaint
if appropriate
Ã Be prepared to offer a straightforward apology
if warranted
Ã Provide details of steps that have been taken
to remedy the situation or prevent the concern
reoccurring if possible
Ã Avoid using “government-speak” or jargon in
the response
Ã Always review a draft written reply from the
perspective of the complainant who will
receive it, in order to judge if the tone and
content are appropriate.
30 A Guide to Complaints Handling and Public Enquiries

31.
CHAPTER 4: PROVIDING A GOOD QUALITY RESPONSE
4a) Demonstrating understanding of the If the complaint has been found to be justiﬁed,
reason for complaint it may be appropriate to offer a straightforward
apology – sometimes this is all the complainant
Responses should demonstrate an understanding wants. Inform – or thank – the complainant about
and appreciation of the reasons which motivated any improvements to service delivery that have
the original complaint. Complainants need to been made as a result of the complaint, or the
be assured that their complaint has been taken steps that have been taken to prevent or minimise
seriously. It is often appropriate to express the likelihood of a similar situation occurring
empathy with the situation the complainant again in the future.
faced. When drafting negative responses, it
is particularly important to consider phrasing If the outcome of the investigation is negative for
and tone carefully in order to demonstrate the complainant, it is important to acknowledge
that the staff member responding respects the that the investigating ofﬁcer is aware that
complainant’s reason for complaint. this response will be disappointing to the
complainant and to clearly explain why the
4b) Demonstrating the complaint has department is unable to uphold the complaint.
been thoroughly investigated
The response should clearly demonstrate A poorly drafted reply, which does not
that the investigation has been fair, balanced adequately explain the reason for the negative
and comprehensive. When drafting negative nature of the response, can cause a complainant
responses, it is particularly important to provide to complain again.
a detailed, factual commentary on the steps
that have been taken to investigate and fully 4d) Replies to emails
consider the complainant’s case. All relevant Departments are advised to pay particular
points raised in the original complaint should attention to the contents of replies to emails.
be addressed in the response. Emails can be forwarded to thousands of
people easily and quickly. A reply that displays
4c) Explaining the outcome of the arrogance, incompetence, rudeness and the
investigation like may quickly become an “internet hit”.
Before pressing the “send” button, staff should
When explaining the outcome of an investigation,
review their reply and ask themselves whether
staff should consider what the complainant hoped
they would be embarrassed if their reply was
to achieve in the ﬁrst place.
published in the media. If the answer is yes,
then it needs to be altered.
Dos and Don’ts When Responding to Complaints
DO DON’T
• Use empathetic language and careful • Use jargon or “government-speak”
phrasing
• Omit the factual details of the steps that
• Let the complainant know what steps have have been taken to investigate and consider
been taken to minimise the likelihood of a the complainant’s case
similar situation occurring again
• Ignore any relevant aspects of the original
• Respond as far as possible in the same complaint raised
language as the original complaint
• Be afraid to offer a straightforward apology if
• Review the draft response from the the complaint has been found to be justiﬁed
perspective of the complainant who will
receive it • Rush the drafting of response at the expense
of the quality
A Guide to Complaints Handling and Public Enquiries 31

33.
CHAPTER 5: HANDLING REPEATED COMPLAINTS
Ã Ensure that frontline staff are provided with
Departments should provide proper guidelines and training for dealing
complainants with the opportunity to with repeated complaints which have gone
through all the necessary procedures.
call for a review of how their complaint
has been handled, or to appeal against Frontline Staff need to:
the outcome of the department’s Ã Ensure that they understand and can explain to
investigation. It is important that this complainants, where necessary, what options
review/appeal process is robust. are available to call for a review/appeal
However, it is also important that Ã Ensure that they understand and can
procedures exist to limit the number of communicate the procedures for dealing
times the same case or complaint can with repeated complaints which have gone
through all the necessary procedures.
be reviewed/appealed in order to avoid
wasting public resources. This chapter
offers guidelines to staff on how to
handle this sometimes difﬁcult balance.
GOLDEN RULES FOR HANDLING
REPEATED COMPLAINTS
Senior Management need to:
Ã Ensure that a robust internal process exists to
offer complainants a review of the way their
complaint has been handled or an appeal
against the outcome of the department’s
investigation
Ã Be prepared to authorise staff to terminate
correspondence/contact with a repeated
or vexatious complainant, once all internal
review procedures have been exhausted.
Middle Management need to:
Ã Ensure that complainants have access to
information regarding their options to call for
a review or to appeal against a decision made
Ã Escalate the case to senior management when
a complainant has exhausted all review/
appeal procedures and a decision is needed
on whether the correspondence/contact
should be discontinued
A Guide to Complaints Handling and Public Enquiries 33

34.
CHAPTER 5: HANDLING REPEATED COMPLAINTS
5a) Identifying the causes of repeated The review/appeal should where practicable
complaints be conducted by an ofﬁcer no junior in rank
to the one involved in the investigation of the
When the same person ﬁles repeated complaints original complaint, or by a review/appeal board.
on the same subject, the department, in addition The reviewing/appellate ofﬁcer should carry
to going through the normal acknowledgement out a thorough review of the case, including,
and investigation procedures, should consider when necessary, interviewing the investigating
the following: ofﬁcer, other staff members and contacting the
• Has the complainant been treated with a complainant for any additional information or
positive attitude? clariﬁcation.
• Has the complainant been treated in a fair
manner and with due respect? Normally, it would be reasonable for a
• Have the set time frames been adhered to department to carry out one review/appeal
for each part of the complaints handling exercise. A dissatisﬁed complainant may still
process? have statutory appeal channels as well as the
right to seek a judicial review or to approach The
• Has the complainant been informed about
Ombudsman, Privacy Commissioner for Personal
any delay and the rationale for this, if more
Data, Equal Opportunities Commission, District
time is needed for processing his/her case?
Councils, the Legislative Council and so on.
• Has the complaint been judged objectively
on the facts and merits of the case?
• Had the case been thoroughly investigated
before a conclusion was reached? CASE STUDY:
• Has the complainant been fully advised of
the reasons why the conclusion/outcome was An established mechanism to
reached? review complaints handling
• Has the response given been in plain
language and was it easily understandable? The Immigration Department has
put in place a Complaints Review
If the original complaint has not been properly Working Party (CRWP) to review all
dealt with in the ﬁrst instance, a frank apology
finalised complaints on a monthly
should be offered.
basis. The CRWP is headed by an
Many departments will be familiar with Assistant Director, and includes
individual members of the public who lodge a Principal Immigration Officer,
many complaints. Sometimes such individuals a Chief Immigration Officer,
are suspected of suffering from mental or a Senior Immigration Officer
intellectual disabilities. Even if such a suspicion and an Executive Officer as its
is correct, it does not mean that a complaint members. The CRWP analyses all
is invalid. Nonetheless, departments should complaints handled, discusses
exercise common sense and judgement when and recommends the appropriate
deciding on the extent to which public resources
follow-up actions required.
are expended in investigating complaints from
these sources.
5b) Giving complainants the opportunity
to ask for a review/appeal
A repeated complaint can be in the form of Complaints
a request for a review or an appeal. Each
department should have procedures in place
to enable a complainant to ask for a review of
how the investigation of his/her complaint was
handled, or to appeal against the outcome.
34 A Guide to Complaints Handling and Public Enquiries

35.
CHAPTER 5: HANDLING REPEATED COMPLAINTS
The complainant should receive a substantive contact on a particular complaint, staff should
reply from the reviewing/appellate ofﬁcer, be provided with sample replies/wording
adhering to the guidelines for drafting a quality explaining why the decision to terminate
response as set out in Chapter 4. the correspondence/contact has been made.
In some situations, it may be appropriate to
Staff should be aware that time is of the essence provide stock “reply cards” which staff can
for certain types of urgent complaints, which send to the complainants, referring them to
impact on citizens’ lives in a signiﬁcant way. the previous responses they have received to
In these cases in particular, review/appeal their complaint and reiterating that no further
mechanisms should have the capacity to correspondence/contact will be undertaken by
respond in a very timely manner to ensure the the department on this topic.
rights of the complainant are not jeopardised.
It is acknowledged that in such instances there As long as proper action has been taken in
may need to be a trade-off between speed and respect of a complaint, a department should be
thoroughness. ﬁrm on its stance and should not succumb to
unreasonable demands.
Review/appeal channels may be publicised
via the department’s website, and displayed
in departmental locations where there is
frequent contact with the public. Depending
CASE STUDY:
on individual circumstances, it may sometimes
be appropriate for a response to provide Terminating correspondence
complainants with information on their options
for further review/appeal. From time to time, the Ofﬁce of
The Ombudsman receives repeated
5c) Dealing with persistent complaints complaints in which complainants
A small minority of complainants who have simply express their disappointment
received what they consider to be a disappointing at the outcome of the investigation,
reply will continue to contact the department in but provide no further information on
order to repeat their complaints, even after they the circumstances. In such situations,
have exhausted all internal and external review The Ombudsman looks into the details
channels. of the case and, conﬁrms that it has
already been thoroughly reviewed
In this situation, when a complainant does not and the complainant provided with a
provide any new circumstance or information detailed, factual written explanation.
that would justify reopening the case, staff
If senior management determine
should escalate the case to senior management
for a decision on whether the correspondence/ that further correspondence would
contact should be discontinued. The decision constitute a waste of public resources,
to terminate correspondence/contact on a an acknowledgement card is sent
complaint should only be taken if: to inform the complainant of the
• The complainant has exhausted all the decision to terminate correspondence.
department’s procedures for review and
appeal 申 訴 專 員 公 署 OFFICE OF THE OMBUDSMAN
• He/she has received a detailed, factual
written explanation of why their complaint
本署已經收到你二零 年 月 日的
cannot be upheld
• The case has been thoroughly reviewed by 來信。 本署對有關事件的立場，請參閱本署於
a senior ofﬁcial, who is satisﬁed that the
年 月 日給你的回覆。
complaint has been handled properly in
accordance with the established procedures This acknowledges receipt of your letter dated
• Senior management believe that further
correspondence/contact on the topic will Regarding this Officeʼs stance on the matter, please refer to our reply
constitute a waste of public resources.
to you dated
If senior management decide that it is
appropriate to terminate correspondence/
A Guide to Complaints Handling and Public Enquiries 35

37.
CHAPTER 6: LEARNING FROM COMPLAINTS
Ã Communicate to the public and to complaints
Complaints handling is not just about handling staff service improvements delivered
as a result of complaints.
dealing with individual complaints. It
is also about improving a department’s Middle Management need to:
services by using the insights obtained Ã Provide senior management with quality
from complaints data. This section sets analysis of the main subjects of complaints
out the importance of learning lessons received and highlight any new areas which
from complaints handling (including may cause concern
reviews/appeals). It includes guidelines Ã Be proactive about suggesting service delivery
improvement or possible policy changes to
to help staff use complaints data to
senior management
highlight areas where service delivery
Ã Ensure that frontline staff receive information
improvement may be necessary. It about service delivery improvement and
also advises staff on the importance of policy changes resulting from the complaints
robustly monitoring their department’s handled
own internal systems to identify where Ã Highlight ways in which internal complaints
improvement could be made. Finally, handling systems could be improved and
it underlines the importance of being communicate these to frontline staff and
senior management.
transparent and communicating the
lessons learnt from complaints handling Frontline Staff need to:
to other departments and to the public. Ã Communicate to the public that complaints
reported are treated seriously and can lead
directly to service delivery improvement and
policy changes
Ã Proactively identify ways that service delivery
GOLDEN RULES FOR LEARNING and/or internal procedures for complaints
FROM COMPLAINTS handling could be improved and inform
supervisors of these.
Senior Management need to:
Ã Ensure that they are fully and regularly briefed
on the content of complaints received – not
just on the statistics
Ã Emphasise to staff the need to inform senior
management about complaints which they
believe demonstrate a need for a service
delivery improvement or change in policy
Ã Keep policy bureaux informed of complaint
patterns, highlighting those that may warrant
changes in policy or formulation of new
policies
Ã Ensure that complaints handling procedures
are being fully complied with and seek to
identify ways to improve internal systems
Ã Be open and transparent about the number
and type of complaints handled, both to
internal Government audiences and to the
public
A Guide to Complaints Handling and Public Enquiries 37

38.
CHAPTER 6: LEARNING FROM COMPLAINTS
While the primary objective of the complaints Each department’s records management system
handling system is to provide an effective should be able to produce consistent reports
means for the public to make complaints and on complaints statistics that will enable the
have them addressed, another very important Government as a whole to accurately report
objective will be to improve services and service-wide information on complaints
service delivery. Complaints provide important handling. In particular, the protocol on
intelligence to departments on where there may documenting and separately listing cross-
be improvement areas and systemic weaknesses. departmental and misdirected complaints need
Departments should make the best use of this to be facilitated by each department’s records
free information to identify any underlying management system.
problems and improve their services. There is
no point to have a perfect complaints handling
system but keep on repeating the same mistakes. Data privacy considerations
Conﬁdentiality is fundamental to an
6a) Recording complaints data effective complaints handling system.
Senior management should ensure that
The key to achieving service improvement from
their department’s records management
complaints data lies in having a systematic
system for complaints complies with
and reliable approach to recording complaint
the Personal Data (Privacy) Ordinance
information and outcomes. Without proper
(Cap 486). The personal details of a
records, a department will not be able to make
complainant should not be widely
informed decisions to tackle the root causes
accessible to staff within the department.
of complaints and optimise the deployment of
Controls should be in place to ensure
resources.
that personal data about a complainant
is only available to staff on a need-to-
All written and verbal complaints, including
know basis, who primarily would be
anonymous complaints, and referrals from other
those staff responsible for responding
organisations, should be recorded in a central
to the complainant or who need to
complaints register. Some large departments may
contact the complainant to obtain more
also need to maintain central complaints registers
information. To help mitigate security
on a district/subject matter basis. Depending on
risks, departments should enforce strict
the number of complaints received, the register
limits on the use of portable storage
may be computerised or paper-based.
devices (e.g. USB ﬂash drives) and
provide encryption options for all portable
Typical information that may be captured in the
storage devices used to store personal
register includes:
data. A records management system with
• Complainants’ personal contact details (see appropriate controls on complainants’
data privacy considerations below) personal information will also serve to
• Mode of complaints (e.g. face-to-face, phone, remind staff of the overall importance of
email, fax, letter, referral) maintaining conﬁdentiality about personal
• Category of complaints (each department will data at all times.
categorise according to its most common types
of complaints)
6b) Analysing complaints data
• Location of complaints (e.g. district), where
Departments should deploy experienced ofﬁcers
appropriate
to review and analyse the complaints. Each
• Details of complaints complaint provides an opportunity to reﬂect and
• Responsible handling party improve on the department’s services.
• Indication if this is a cross-departmental
complaint and, if so, list out names of The following are some typical questions that
departments involved can be asked when analysing complaints:
• Indication if this is a misdirected complaint
and, if so, the department to which the Where did things go wrong?
complaint has been referred • Was this kind of concern/complaint foreseen?
• Response timescale • Was there a system in place to address such
• Action taken and outcome of any investigation a concern?
• Any recommendations made for service • Was the system operating as it should have
improvement. been? If not, why did the system fail?
38 A Guide to Complaints Handling and Public Enquiries

39.
CHAPTER 6: LEARNING FROM COMPLAINTS
How can we do better in the future?
• Could this kind of concern/complaint recur? Departments may also consider employing
• What is the likelihood of recurrence? advanced data mining technology to
unveil valuable insights from the raw
• What would prevent recurrence?
data. For instance, what are the most
• Would the cure be worse than the concern? frequent types of complaints? Are they
concentrated at a particular location?
Are there signiﬁcant disparities on a How long does it take to resolve the same
geographical basis? type of complaint in different branch
• Where do the most frequent/serious ofﬁces? Is there any correlation between
complaints occur? different types of complaints? The answers
• Are there differences in the resolution rates? to these questions can often help identify
systemic issues and areas that need further
• Are there differences in the response times?
improvement.
• Are there geographical patterns in the
categories of complaints received?
Are there temporal differences? 6c) Brieﬁng senior management fully
• Are there seasonal variations? and regularly on complaints received
• Are there signiﬁcant patterns in time of day? Senior management should take an active
interest in complaints received and ensure they
have an effective strategy for monitoring and
learning from them. Requiring a regular and
Using technology to support and comprehensive report on complaints received,
improve complaints handling and holding staff to account on the details of
When complaint information is properly the report, can directly translate into a more
classiﬁed and analysed, systemic and effective complaints handling system.
recurring issues can be more easily
identiﬁed. Departments with signiﬁcant Monitoring should not merely focus on the
numbers of complaints may consider number of complaints received and compliance
using information technology to support or not with set timescales for response. While
their complaints handling processes. A these factors are important, senior management
computerised complaints management and policy makers should regularly receive an
system may help the department manage analysis of the content of complaints made and
each complaint through its lifecycle information regarding the outcome of complaint
from recording, investigation, reporting investigations.
to closure. A sophisticated system can
automatically route a complaint to an For each reporting period, complaints reports
investigating ofﬁcer, keep track of the could, for example:
case progress, and escalate the case to a • State the number of complaints received and
senior ofﬁcer if it is not completed in time. responded to within agreed timescales
The system can also provide powerful • State the number of complaints which were
analytics and reporting capability to help not responded to within agreed timescales
the department perform trend analysis and identify the reasons for delay
and identify recurring problems for further
• Break down the complaints into different
analysis.
categories
• Show geographical distribution of complaints,
if applicable
• Include a qualitative analysis of the main
subject areas raised
• Highlight any new topics/areas that may
cause concern
• Include data comparing performance in this
period to previous periods
• Report the progress of the initiatives taken to
improve services and suggest new ones
A Guide to Complaints Handling and Public Enquiries 39

40.
CHAPTER 6: LEARNING FROM COMPLAINTS
• Indicate which complaints are cross-
departmental Health and Municipal Services
• Identify complaints that are critical of Ordinance. The scheme, if proven
policies, rather than performance. successful, will be extended to
• Include feedback from complainants (See other districts.
Chapter 6f)
• The Leisure and Cultural Services
It is important that senior management receive
Department (LCSD) received
timely reports on complaints received. This
can enable a new concern to be identiﬁed and a large number of complaints
swiftly resolved before it is allowed to escalate about the arrangements for the
into a more serious situation or generate large public to apply for tickets when
numbers of complaints. While the regularity with China’s Olympic gold medallists
which reporting occurs will differ depending on visited Hong Kong. Based
the department, departments which receive large on the public’s feedback and
numbers of complaints may consider compiling the experience acquired, the
more frequent complaints reports for senior department implemented improved
management’s consideration. measures for ticket distribution for
the exhibition on “China’s First
6d) Considering the need for service Spacewalk Mission”.
delivery/policy changes
If the Government’s complaints handling system • Previously, many applicants
does not directly lead to service delivery and complained that they were unable
policy improvements, it will have failed in one to receive updated information on
of its primary purposes. Using complaints to
the progress of their application
identify areas where service improvements are
needed should be a key responsibility of both
for public housing. As a result
middle and senior management. of a number of enquiries and
complaints received on this issue,
the HD implemented a new system
to enable the public to enquire
CASE STUDY: about their application status via
the telephone or the internet round
Using complaints to highlight the clock.
the need for service delivery
• In the past, all four basketball
improvement
courts at the Victoria Park would
be closed when large-scale events
• There have been a lot of complaints took place. The LCSD received
about the increasing use of complaints about this arrangement.
easy roll-up banner stands for Following a review with the event
commercial promotional activities organiser, the department decided
on streets. These stands obstruct to keep two of the basketball
the vehicular and pedestrian courts open during the latest Hong
trafﬁc and affect street cleansing Kong Brands and Products Expo
work. As the use of such stands held in December 2008/January
is a relatively new phenomenon, 2009. The event ran smoothly and
clear enforcement policy has not the public welcomed the new
been developed. Acknowledging measure and sent appreciation
the public’s concern, the FEHD is letters to the department.
running a pilot scheme in selected
districts to seize the stands and take
prosecution action by applying
relevant sections of the Public
40 A Guide to Complaints Handling and Public Enquiries

41.
CHAPTER 6: LEARNING FROM COMPLAINTS
6e) Documenting and communicating 6f) Obtaining feedback from
lessons learnt complainants on complaints
Transparency is part of an effective complaints handling
handling system. Departments are encouraged to One way departments can identify areas for
be open and transparent in communicating both improvement in their complaints handling system
their performance in handling complaints and the is through collection of customer feedback. This
service delivery improvements implemented as a can be done in several different ways, including
result of complaints made. customer satisfaction surveys, workshops
and focus groups. For instance, departments
Internally, frontline staff may be regularly briefed using telephone call centres can provide
on changes and improvements that have been complainants with the option to carry out a
implemented as a direct result of complaints. This short feedback exercise at the end of each call.
helps frontline staff understand that their role in Customer feedback should be made available to
complaints handling is important and does lead to senior management to assist them to highlight
genuine service improvement. areas where the complaints handling systems
could be improved.
Experience sharing among frontline staff is also
an effective way to communicate lessons learnt.
If properly documented, experience sharing
materials can be readily transformed into useful
training materials.
Supervisors should ensure that frontline staff
receive regular brieﬁngs on improvements
made, on successful review/appeal cases and
on complaints handling performance and the
need for any changes in internal procedures
and systems. Where areas for improvements
have been identiﬁed in the latter, senior staff
should ensure that frontline staff receive the
necessary training.
A transparent complaints reporting culture
within the Government also ensures that senior
management can consider and learn from
best practices identiﬁed in other departments.
Senior management are encouraged to highlight
successful and problematical complaints case CASE STUDY:
studies and share these with colleagues across
the Government. Gathering regular feedback from
complainants
Finally, complaints handling information may
be communicated to make the general public
aware that the Government takes complaints Members of the public contacting
seriously and that it is worth people’s time and the EPD’s telephone call centre are
effort to make a complaint. Communicating this invited to participate in an Interactive
information demonstrates that the Government Voice Response customer satisfaction
listens to complainants and acts to rectify areas survey at the end of the call. This
in which service delivery improvement or policy enables the department to compile
changes are needed. detailed information on how satisﬁed
complainants are with the way their
complaint has been handled and
helps the department identify areas
where staff need training or the service
could be improved.
A Guide to Complaints Handling and Public Enquiries 41

42.
CHAPTER 6: LEARNING FROM COMPLAINTS
6g) Monitoring and controlling the
complaints handling process
Senior management need to actively monitor
and control internal systems to ensure that the
departmental complaints handling procedures
are being properly implemented and to
identify any areas where internal systems can be
improved. An “alert” system can be used so that
management know when performance pledges
on timing, etc. are not being met.
Senior management should hold investigating
staff to account regarding delayed responses
and help identify ways to overcome common
blockages in the system. For example, delays In other jurisdictions, studies have found that
commonly occur when responsibility for a signiﬁcant number of complaints/enquiries
resolving a complaint falls across different arise from poorly drafted responses to earlier
units or departments. Senior management enquiries. Whilst no such studies have been
should consider occasions when staff have conducted in Hong Kong, departments should
found it difﬁcult to assign clear responsibility be alert to similar problems occurring here.
for handling a complaint. It is important to try
to clarify responsibility for these “grey areas”
to prevent delay when similar situations arise
in the future. This may involve discussion with
the relevant policy bureaux if the topic involves CASE STUDY:
policy or cross-departmental issues.
Senior management should also review samples Prevention is always better
of draft responses to complainants, to check on than cure
the quality of responses being regularly issued
by the department and identify areas where the The BD from time to time receives
standard of responses could be improved.
complaints about its enforcement
actions against unauthorised/unsafe
6h) Avoiding “unnecessary” complaints structures. It therefore attaches great
Many complaints arise from implementation of importance to educating the public
a policy or enforcement actions. Ensuring that
about the relevant building safety
the public have access to clear information will
enhance understanding of the Government’s
policies. For example, it is a local
policies. This is often an effective pre-emptive tradition for households to do “a
measure to prevent the public from lodging an thorough home cleaning”, which
“unnecessary” complaint in the ﬁrst place. usually includes window cleaning,
before the Chinese New Year. During
In explaining policies and practices to the the period, the incidence of falling
general public, it is always important to ensure windows is usually higher than at
that the message is conveyed in a clear, concise other times. The department thus
and easy-to-understand manner, irrespective took the opportunity to step up the
of the publicity channel employed. Technical
publicity for regular inspection of
jargon should be avoided. The appropriate
channels of communication will vary, depending
aluminium windows by issuing a
on the policy itself, but could include websites, pamphlet and an Announcement of
information booklets, posters and other forms of Public Interest (API) Note.
advertisement.
Note: An API is usually a 30-second message,
provided by the Government and used on
television and radio stations to promote
community awareness of issues.
42 A Guide to Complaints Handling and Public Enquiries

44.
CHAPTER 7: HANDLING PUBLIC ENQUIRIES
technologies, geographical location, working
Previous chapters have advised on how hours and so on. Departments should review
to handle complaints. Much of the same their customers’ proﬁles from time to time, to
ensure that the provision of enquiry channels
advice applies to public enquiries. This continues to meet their needs.
will not be repeated in this chapter.
Instead, this chapter will focus on a few In many instances there is no substitute for
new issues, some of which may also face-to-face contact. However, public opinion
apply to complaints. surveys conducted by the Efﬁciency Unit show
that there has been a recent growth in interest
in using telephone and electronic channels.
Greater use of electronic channels can help, for
7a) Objectives example, satisfy the demand for out of ofﬁce
The objectives of public enquiries regimes hours service. Nonetheless, departments should
should be to: be alert to the risks of using non-secure channels
of communication for correspondence that may
• Respond to the public’s demand for services
contain sensitive data.
and information
• Provide a variety of channels that meet It is important that citizens can easily ﬁnd the
the needs of different customer groups for contact details of the department concerned.
convenient and accessible services These should be readily available on
• Meet public demand in a cost-effective and departmental websites and other publicity
value for money way materials. For telephone hotlines, the fewer
• Reduce the number of “unnecessary” enquiries. the number of hotlines the better. Whilst there
may be no substitute for individual numbers
for location or case speciﬁc enquiries, general
7b) Handling the initial contact well enquiries and complaints can often be handled
It goes without saying that departments by one number. This also facilitates easier
should do their utmost to handle the ﬁrst recording and compilation of statistics etc.
contact well. Satisfying the customers’ needs
at the ﬁrst attempt will shape the department/
Government’s reputation in a positive way and
reduce the likelihood of follow-up enquiries, Channel management
complaints, etc. To achieve the maximum benefits in terms
of effective communication and service
Typically, enquiries to departments can be delivery, information and services may be
categorised into general enquiries, case speciﬁc provided through channels that will best
enquiries, transactional services, complaints/ respond to customers’ needs. The choice
service requests, support services and urgent of the right channel will give departments
services. Not all departments will deal with, for the optimum cost benefits and ensure
example, transactional services. Dedicated staff customer satisfaction.
receiving enquiries should be provided with • When compared with traditional
the training, guidelines, up-to-date and relevant channels, electronic channels can
information, and general support required to deliver high quality public services at
enable them to provide a good quality service. a relatively low cost. They can provide
information and services to customers
7c) Adopting integrated, multiple that they can access at their own
channels convenience and are suitable for those
who are able to use the associated
Different customers have different preferences
technology.
and needs, depending on their age, physical
condition, level of proﬁciency in using new
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45.
CHAPTER 7: HANDLING PUBLIC ENQUIRIES
budgets. Many of these may actually improve the
• A call centre is a popular and widely quality of services provided. They may include:
used way to deal with complaints, • Replacing professional level civil servants by
enquiries and transactional services clerical ofﬁcers. Most departmental hotlines
that cannot be offered through an are manned by civil servants, often on a
electronic channel alone. It can part-time basis by professional ofﬁcers
provide a wide range of information • Reducing the number of hotlines
and services through a single point of • Redeploying staff from one channel to
contact. another to reﬂect changes in customer
• Despite being a relatively costly usage/preferences
channel, face-to-face interaction • Establishing a call centre
remains a vital option for particular
• Establishing shared service centres/one
groups of customers or when personal
stop shops with other departments covering
contact with customers, greater
related services
emotional support, etc. is necessary.
• Employing voice recognition technology
In devising their channel strategy, • Analysing enquiries received and enhancing
departments may consider the following: publicity information on the topics that
• Segmenting their customers to record high volumes of enquiries.
understand their requirements and
which channels best suit their needs
• The type of contact required by their
customers taking account of the
nature of information and services to
be provided
• Adopting a co-ordinated multi-channel
approach and design an appropriate
mix of channels for the target audience
• Reviewing business processes to
explore joined-up opportunities with
other related service providers, and
cut out duplication and unproductive
contact
• Reviewing the utilisation, costs and
performance of the current channels
to determine whether value for money
is being achieved. If not, consider how 7e) Minimising “unnecessary” enquiries
to establish value for money channels Responding to public enquiries using a
and how to encourage customers to customer-friendly approach can impose a
use them heavy burden on a department’s staff resources.
• Address any compliance and regulatory According to the “Better Practice Guidance
issues, e.g. privacy concerns. for Government Contact Centres” issued by
the Central Ofﬁce of Information of the United
Kingdom (UK), as much as 40 to 50 per cent
of contact trafﬁc could be avoidable demand.
Departments should examine how they can
7d) Be alert to value for money reduce the number of “unnecessary” enquiries
made. For example, departments may:
It will not always be possible to meet all the
demands from the public. Constraints on the • Ensure that existing information and
availability of staff and other resources will publicity materials are accurate, up-to-date,
always limit what can be provided. unambiguous and easily accessible
• Advise and train staff in drafting reply letters
Departments may consider a variety of means to ensure that they are precise, accurate and
to deliver good quality services within their comprehensive, to minimise the need for
recipients to seek clariﬁcation
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46.
CHAPTER 7: HANDLING PUBLIC ENQUIRIES
• Ensure that services and procedures are
simple and user-friendly, designed from the
perspective of the customers
• Ensure that departmental forms are as clear
and simple as possible, with accurate and
concise guidance notes
• Analyse the public enquiries received,
identify frequently asked questions (FAQs),
and enhance publicity information related to
those areas
• Make use of voice recognition technology to
answer simple, standard questions
• Promote self-help approaches by ensuring that
departmental websites etc. are as informative
as possible; provide FAQs sections for those
common questions.
CASE STUDY:
Managing “avoidable” contacts
A call centre in the UK estimated that
as many as 40% of its calls were of
low value. So a team of staff used
Root Cause Analysis techniques to
scrutinise 4,500 calls to the call
centre over a six-week period.
The team found that, for example,
customers often did not have all
the paperwork at hand when they
called the centre, requiring one or
more callbacks. They also found
that instructions in some forms and
guidance were not clear enough.
In addition to redesigning some
internal processes, the team put
up some recommendations to
simply colour code forms for easier
navigation, to provide simple
checklists for customers to prepare
for their call to the centre and
to provide tear-off slips for the
customer to retain the most important
information.
46 A Guide to Complaints Handling and Public Enquiries

47.
ANNEX – TEMPLATE TO PUBLICISE COMPLAINTS
HANDLING MECHANISMS
The [name of department] takes complaints seriously and is committed to working with complainants
to address concerns and enhance service delivery. Complainants have the right for their complaint to
be treated in a fair, transparent, courteous, timely and conﬁdential manner.
The staff of [name of department] will record and consider any complaint made in accordance with
relevant legislation, Government policies and established departmental practices. Complainants
should be informed of the outcome of a complaint investigation in accordance with the department’s
performance pledges.
Complainants dissatisﬁed with the conduct of a complaint investigation may request that a review be
conducted or may appeal the outcome.
Complainants should:
• Be honest, transparent and courteous in all their dealings with the [name of department]
complaints handling staff
• Provide all the necessary, accurate details for investigation and resolution of the complaint
• Understand that some complaints need a thorough investigation which can take time. There may
be cases where the response cannot be as quick as the Government and complainant would like
• Appreciate that the Government has to make decisions to safeguard public resources. It will not
always be able to pursue an issue to the extent that a complainant would ideally like.
Complainants should NOT:
• Offer complaints handling staff any inducement to give their complaint special consideration. This may
constitute an offence of bribery
• Direct how his/her complaint should be handled, and/or by whom.
Personal Data Privacy Policy
It is voluntary for complainants to supply their personal data. All personal data submitted will only
be used for purposes which are directly related to the complaint. This may require the complainant’s
personal data to be passed to other departments/third parties. Complainants have the right to request
access to and correction of their personal data held by the [name of department]. Request for access
or correction should be made in writing to [HoD or Complaints Liaison Ofﬁcer] at [address].
Electronic Recording of Complaints
The [name of department] aspires to conduct complaint investigations as efﬁciently and effectively as
possible. This requires staff to know and understand correctly all the relevant details of the complaint.
When a complaint is not made in writing, the telephone conversation or meeting may be recorded
and the complainant will be informed in advance. Such recordings will be governed by the Personal
Data (Privacy) Ordinance (Cap 486). If a complainant objects to such recording, he/she should submit
the complaint in writing. If members of the public request that an interview be ﬁlmed or recorded,
frontline staff would seek advice from their supervisor, as the appropriateness of this will depend on the
individual circumstances of the case.
A Guide to Complaints Handling and Public Enquiries 47

48.
ANNEX – TEMPLATE TO PUBLICISE COMPLAINTS HANDLING MECHANISMS
Performance Pledges
Generally speaking, the [name of department] will acknowledge receipt of complaints in writing
as soon as possible and no later than ten calendar days. A substantive reply will be issued within
30 calendar days after receipt of a complaint.
For complicated cases requiring longer processing time, the complainant will be informed of the
progress of the case and the reason why a longer time is needed to provide a substantive reply.
Complaint Channels
Any person wishing to make a complaint may use any of the following channels:
• By telephone at [telephone number]
• By email to [email address]
• By fax to [fax number]
• By mail to [postal address]
• In person at [address].
A request for a review or an appeal lodged by a complainant about a decision can be made to [ofﬁcer
handling review/appeal] via one of the following channels:
• By telephone at [telephone number]
• By email to [email address]
• By fax to [fax number]
• By mail to [postal address]
• In person at [address].
48 A Guide to Complaints Handling and Public Enquiries